Proactive & Strategic Workforce Planning – Part 1 Sean Ward, M.Ed. Identify workforce segmentation Explore how segmentation can be used in workforce planning Compare and contrast workforce planning with transactional staffing processes Examine SWOT analysis techniques Construct workforce and/or talent implications based on SWOT analysis Outcomes Mouse over speaker icon in video to begin audio

Proactive & Strategic Workforce Planning – Part 1 What is Workforce Segmentation? Workforce Segmentation is when roles in a company are assigned to one of two broad categories: Those roles that affect the strategy (Affecting Roles) Those roles that are affected by the strategy (Affected Roles)

Proactive & Strategic Workforce Planning – Part 1 Workforce Segments These roles are further divided into 4 segments within the organization: Strategic Roles Core Roles Requisite Roles Non-Core or Surplus Roles All roles are with the strategic direction of the company.

Proactive & Strategic Workforce Planning – Part 1 Proactive and strategic planning differs from the most common type of planning, which is traditional and more reactive staff planning. Traditional, reactive planning activities may be common in the current organization environment in which you work. Some examples of desperate hiring strategies: What are the staffing needs for the current year based on organization plans? What staffing gaps do currently face? What talent do we need to recruit to fill these gaps? Proactive & Strategic vs. Traditional Planning

Proactive & Strategic Workforce Planning – Part 1 Which Segment Fits the Role or Job Family? HR Leaders must ask strategic questions in order to determine which segment a particular role or job family belongs. These questions help determine, for example: In which segment should the organization be investing more heavily in talent? Are we paying particular attention to resourcing appropriately? Are we bridging capability gaps effectively?

Proactive & Strategic Workforce Planning – Part 1 The Power of SWOT Analysis Before we continue, please take a few minutes and watch our video introduction to the power of SWOT analysis. What is SWOT? SWOT analysis is a strategic planning method used by organizations that involves specifying the objective of the organization and identifying the internal and external factors that are favorable and unfavorable to achieving that objective.

Proactive & Strategic Workforce Planning – Part 1 Using SWOT for Planning Strengths: characteristics of the business that give it an advantage over others Weaknesses: characteristics that place the organization at a disadvantage relative to others Opportunities: external chances to improve performance (e.g. increase profits, hire higher-quality candidates) in the environment Threats: external elements in the environment that could cause trouble for the organization or project

Proactive & Strategic Workforce Planning – Part 1 How Does Human Resources Use SWOT? Using SWOT, Human Resources should ask diagnostic questions related to the SWOT analysis framework. SWOT gives them a better sense of internal and external factors that could enable or impede the organization from a workforce standpoint. The main goal of using SWOT: How do we discover the workforce or talent implications as a result of what we learned in the SWOT analysis in the organization?

Proactive & Strategic Workforce Planning – Part 1 Conclusion You should now be able to: Define workforce segmentation Explore how segmentation is used in workforce planning Illustrate how to use segmentation to guide focus and investment decisions Compare and contrast workforce planning with transactional staffing processes Examine SWOT analysis techniques Assess workforce and/or talent implications based on SWOT analysis Please continue and complete this lesson’s learning check questions

Proactive & Strategic Workforce Planning – Part 1 Learning Check: Identifying Planning Types Workforce planning is a continual process used to align the needs and priorities of an organization with those of its workforce to ensure it can meet requirements and objectives. Identify the two types of workforce planning:  Proactive  Financial  Future Needs  Strategic

Proactive & Strategic Workforce Planning – Part 1 Learning Check: Explore Workforce Segmentation Using the graphic below, do you agree or disagree with this statement? From the four workforce segments (Strategic, Core, Requisite, and Non-Core), the Strategic segment is one of the Affecting Roles in an organization?  Agree  Disagree

Proactive & Strategic Workforce Planning – Part 1 Learning Check: Compare and Contrast Fill in the blanks using words from the list below: _____________ and strategic planning differs from the most __________ type of planning, which is _______________ and more __________ staff planning. Popular Professional Conservative Common Traditional Reactionary Reactive Proactive

Proactive & Strategic Workforce Planning – Part 1 Learning Check: Compare and Contrast Traditional, reactive planning activities are used extensively in most workplaces because they are effective and are based on positive experience in most HR organizations.  True  False

Proactive & Strategic Workforce Planning – Part 1 Learning Check: Compare and Contrast Choose whether the hiring strategy questions below are examples of Proactive/Strategic planning or Reactive/Traditional workforce planning. What are our staffing needs for the current year based on our organization plans?  Proactive/Strategic  Reactive/Traditional In which segment should the organization be investing more heavily in talent?  Proactive/Strategic  Reactive/Traditional Are we paying particular attention to resourcing appropriately?  Proactive/Strategic  Reactive/Traditional What staffing gaps do we currently face?  Proactive/Strategic  Reactive/Traditional

Proactive & Strategic Workforce Planning – Part 1 Learning Check: Examine SWOT Techniques Select all the steps performed when using SWOT analysis as a strategic planning method:  Identify internal factors that are favorable  Identify external factors that are not favorable  Specify the objective of the organization  Create roles and influencers based on competitive organizations

Proactive & Strategic Workforce Planning – Part 1 Learning Check: Using SWOT Match the SWOT analysis framework with the description of the term below: A.Opportunities B.Threats C.Strengths D.Weaknesses 1.characteristics that place the organization at a disadvantage 2.characteristics that give an advantage 3.external elements that could cause trouble 4.external chances to improve performance